Requirements for an Appointment

Staff (TEAMS & USPS)

What to Do When a Final Candidate Is Selected

Once a candidate is selected as the best fit for the vacant position, the process of offering the position and hiring the person begins. Below is a general workflow of this process, in this section we will discuss the making an offer section. For more information on the hiring section, click here.

Graphic depicting Offer and Hiring workflow

1. Conduct Reference Checks

The department should begin checking references as soon as the candidate is selected to ensure that the person you met can do the job to the same degree of excellence as he/she portrayed in the interview. Additionally, reference checking gives you the opportunity to see how the candidate’s colleagues view him/her.

During the reference check, you may also complete the experience verification form when needed to meet the minimum requirements of the position. While the reference check and the experience verification can be done together, one does not substitute the other. Reference check is conducted to ensure the candidate is a strong performer in a current or previous position. When conducting a reference check you are asking questions related to the person’s performance, work ethic, etc.

For additional information, please review these reference-checking guidelines and frequently asked questions about reference-checking.

Experience Verification

Experience verification is done to ensure that the candidate has the years of experience required to meet the minimum qualifications of the position. If verification is conducted outside of the background screening process through First Advantage, then the experience verification form requires information such as the supervisor’s name, person completing the form, start and end dates of employment and hours per week worked.

Experience Verification Form

Education In Lieu of Experience

When a candidate has additional education above the minimum requirement of a position, it can be used to account for experience required for the position. Below is the experience equivalent of education attained above the minimum requirement.

Highest Education Degree

Experience Equivalency

High School

  • Must have actual high diploma or GED equivalent. Years of experience does not substitute high school education.
College (Undergraduate)

  • A conferred Bachelor’s degree equals four years of experience.
  • When a Bachelor’s degree was not conferred, the maximum years of experience is 3.5 years.
  • As a general guideline, every 15 college undergraduate semester hours achieved equals six months of experience; however, this may vary based upon the degree requirements.
Example: 105 or more undergraduate semester hours = 3 years, 6 months experience


Example: 15 undergraduate hours = 6 months experience

Example: 30 undergraduate hours = 1 year experience

Example: 45 undergraduate hours = 1 year, 6 months experience

College (Graduate)

  • A conferred master’s degree equals six years of experience.
  • A conferred doctorate (Ph.D.) equals eight years of experience.
  • A conferred professional degree (J.D., M.D.,) equals seven years.
  • Every nine graduate semester hours equals six additional months of experience.
  • As a general guideline, every 9 graduate credit hours achieved equals 6 months of  experience; however, this may vary based  upon degree requirements.
  • When graduate hours were taken, but a doctorate was not conferred, the total experience equivalency will be based upon the degree program.
Example: 9 graduate hours =  6 months experience (after bachelor is conferred)

Example: 18 graduate hours = 1 year experience (after bachelor is conferred)

Example: 27 graduate hours = 1 year  6 months experience (after bachelor is conferred)


Example: All but conferred status equals 7 years and 6 months


2. Request Clearance

Before making a job offer the hiring department should verify with a dean’s office or authorized director that the salary being offered is within the budget range of the department or unit.  Once this is confirmed, in the Careers at UF system, the selected candidate should be placed in the “Recommend for Hire/Clearance Request” status, which will trigger an automated email requesting clearance to the department’s recruiter in Core HR.

The clearance process completed by Core HR includes the review of the following:

  • The recruitment process followed appropriate policies and procedures. Hiring departments should be interviewing more than one applicant in order to maintain a fair and competitive recruitment effort.
  • The candidate selected meets the minimum qualifications as stated in the job posting.
  • The candidate possesses the highest level of education as stated in the resume and application.
  • The minimum level of background check needed according to university policy.
  • The minimum amount of experience that must be verified by the hiring department.
  • Applicants eligible for veteran’s preference were interviewed as per veteran’s preference for eligible positions.
  • The candidate is eligible for hire/rehire at the university.

Education Verification

The following are the requirements to conduct an education verification.

Education Less than High School Diploma
If the minimum requirement of a position is less than a high school diploma and the applicant has not obtained a high school diploma or equivalent, the department must request transcripts or a letter from the high school.

High School Diplomas
To verify a high school diploma the Core HR Recruiter will request a copy of the candidate’s high school diploma or equivalent (GED).

College Degrees
College degrees are verified through a third-party entity, National Student Clearinghouse. To complete the verification for degrees including professional degrees (MD, JD, DDS, etc.), the hiring  department may provide the candidate’s date of birth via email to the Core HR Recruiter. If providing a social security number, it must be done via phone. If submitting a social security number please call your Core HR Recruiter, DO NOT submit via email as this violates UF Privacy policies.

Please note, not all universities participate in the National Student Clearinghouse database, if that is the case, the hiring department will need to request an official transcript from the candidate.

International Degrees
If the candidate has an international degree, a degree equivalency is required.  Degree equivalency refers to evaluation by a crediting agency that the degree achieved is equal to the same degree level in the U.S.  Members of the National Association of Credential Evaluation Services (  organization are highly recommended as they are recognized by the institutional accreditation body (SACS) and immigration agencies. The equivalency process may take several weeks to generate results.

It is the hiring department’s responsibility to submit the equivalency to the department’s Core HR Recruiter to verify that the candidate meets the degree requirement of the position.

Sponsoring an International Employee
In general, if the candidate selected is an international employee who needs sponsorship, the position itself must have a minimum requirement of a specific bachelor’s degree.

For example, a Biological Scientist position requires a bachelor’s degree in Biology or a closely related field. A position that has “or a combination of education and experience” in the minimum requirements section is not eligible.  The specific bachelor’s degree required for the position must be listed on the job requisition in order for the person selected to be eligible for H1-B status. (A copy of the position description must accompany the H1-B petition.)

A position that accepts any bachelor’s degree rather than one that is directly related to the position will not suffice to make the position a specialty occupation. In addition to having the required bachelor’s degree, the person hired must also meet the experience requirements as stated in the job advertisement.

For a complete list of positions eligible for H1-B visa status, please refer to the Immigration and Compliance section of the HRS website.

3. Request Criminal Background Checks

All new faculty, TEAMS, and OPS hires to UF must go through a pre-employment criminal background check.  Federal, state statutes and/or or contracts may require specific criminal background checks on certain positions within the university.

All criminal background checks are conducted by Talent Acquisition & Onboarding, Human Resources. The Core HR Recruiter, in collaboration with the hiring department, will determine the appropriate level of background check.

To Request a Criminal Background Check

What are Level 2 and Level 2-DCF Criminal Background Checks?

Click on the link below for more detailed information and to schedule an appointment.

Fingerprinting Appointment Online Scheduler

The following are the available types of criminal background checks. Review the coverage area and requirements for each type to determine the appropriate check for the candidate selected.

Type of Criminal Background Check

Coverage of Criminal Background Check


Process Time

HireRight Searches for criminal records at a national level; international check is also available

New faculty, staff, and OPS employees to the University of Florida.

International screening is required if the candidate has only been in the U.S. less than 3 years.

Results are typically available within 3 business days. However, this may vary depending on addresses provided.
Level 2 Searches criminal records that may be found in the Federal Bureau Investigation (FBI) databases at a national level. Positions with special trusts and responsibilities. Hiring department will determine the need for this background. Results are typically available within 24 hours from prints submission.
Level 2 – DCF Searches criminal records at a national level along with records accessible to the Florida Department of Children and Families. Position falls under Florida Statute 435 or is affiliated with Department of Children and Families and Childcare facilities. Result are typically available within 3 to 7 business days from prints submission.


How are Criminal Background Records Reviewed at UF?

In accordance with the Equal Employment Opportunities Commission (EEOC) guidelines, each record will be reviewed with the following considerations to determine whether the records are ground for denying employment:

  1. The nature and gravity of the offense
  2. The time period that has elapsed since the conviction
  3. The nature of the job for which the applicants is applying
  4. Reoccurrence and pattern of criminal behavior

The University of Florida will ensure that all background checks are held in compliance with federal and state statutes, such as Fair Credit Reporting Act, when applicable.

4. Make the Offer

Once Talent Acquisition & Onboarding provides clearance, the department is free to offer the position to the candidate of choice. If the candidate accepts the position, the department should personally follow-up with all applicants interviewed and let them know the position has been filled by another candidate.

The clearance sent by Core HR to the hiring departments contains the following information:

  • Degree verification: A copy of the highest level of education verified for the candidate if not on file. This copy must be submitted as part of the Hire ePAF documentation.
  • Background check minimum: The minimum level of background check that should be requested by the hiring department for the candidate according to university policy.
  • Health assessment: If the position requires a health assessment test (HAMS) due to the duties performed.
  • Type of letter of offer: The type of letter (time-limited or not time-limited) that should be offered by the department.
  • Experience verification amount: Based on the amount of education, job minimum requirement and/or experience at UF, this may range from no experience verification needed to the amount stated in the clearance.
  • Additional documentation: Any documentation needed for the candidate’s hire ePAF such as the Nepotism form, driver’s license, HR600, I-9, etc.

Choosing Effective and Efficient Start Dates

When selecting a start date for a new appointment, review the Schedule of Paydays and Critical Dates. This will help you ensure that the date selected will give the new employee sufficient time to enroll properly in benefits when applicable, is paid on time, and that the university is in compliance with I-9 federal regulation.

New Employee

  • Start date should be future dated, allowing enough time for the onboarding process (GatorStart/New Hire paperwork, ePAF) to be completed on or before the first date of employment. This would allow for an employee to begin working immediately, sign up for benefits timely, and not miss a paycheck. Additionally, this would ensure the hiring department meets all federal, state, and university compliance requirements.

Current UF Employees

  • Current employees should be hired at the beginning of a pay period. If not possible, consider having the start date at the beginning of a pay week (Friday). This is necessary if the employee is changing FLSA status (i.e. non-exempt to exempt) because it affects how the employee’s time is entered, which could cause issues with over-time and time loading in the system.

Temporary (OPS)

Criminal Background Checks

Any disclosures of criminal background convictions or terminations must be approved through Talent Acquisition & Onboarding prior to offering the position to the applicant. If disclosures are not approved prior to entering the hire into myUFL and submitting the hire paperwork via ePAF, appointments will not be made active until staff in Talent Acquisition & Onboarding review the information.

If the department did not post the position via Careers at UF all applicants interviewed should be asked to complete the OPS Application for Employment. This document is a required part of the hire paperwork.